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"Effective feedback requires that a person has a goal, takes action to achieve the goal, and receives goal-related information about his or her actions."
"Information becomes feedback if, and only if, I am trying to cause something and the information tells me whether I am on track or need to change course."
A simple template for giving effective feedback that ensures you’re hitting all the right points, that goes like this:
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Imagine an art director giving feedback to an animator on some sketches for Pixar’s next blockbuster movie and instead of saying something like “but the characters expression is all wrong,” they’ll frame it using more encouraging and creative words like and or what if: “what if we could make their expression more (enthusiastic, brazen, etc).”
Normally people react with caution and fear towards negative feedback, but it is much better than no feedback at all.
Informing the colleague/subordinate/client/customer or individual about something that is not working, is always beneficial, and builds transparency and trust.
The fundamental goal of giving feedback is to help the person you’re giving it to. They should realize that you are not trying to make them feel bad, and this is an exercise to help make them better.
How it impacts each individual is going to be different so a tailor-made approach is required.
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Feedback provides an opportunity to gain insights about a person's personal and professional actions.
Without feedback, we will move in the same direction without realizing our shortcomings. ...
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